There have been numerous significant developments for TPQ since 2022. Our recent rebranding as Transatlantic Policy Quarterly not only reflects our expanded focus on international issues with broad implications for European and American politics, but also incorporates a new vision for the future. Our most recent issues focused on various aspects of the broader challenges and possibilities presented by this new vision, and we gratefully received numerous contributions from our eminent authors. Although we have published some of these articles in previous issues, it was necessary to give the floor to other authors whose Opinion articles also made an outstanding contribution. Keeping this in mind, we have prepared this special issue, the primary objective of which is to give a collection of such remarkable works, including those that have been previously published digitally.

"Those who work together, stay together." Lead and Leave an Inclusive Legacy What is the point of diversity if we're not creating opportunities for everyone to benefit? Ruth Dorsainville has worked with more than 30,000 people from around the world for the past 18 years. Based on extensive research and one on one interviews with the CEOs of Fortune 100 companies, Ruth Dorsainville has created a step by step blueprint for anyone to use to create a legacy diversity and inclusion organization. The first step to diversity and inclusion is to have an understanding of what it actually means. Diversity, in a nutshell, is the word we use to describe something that is made up of many different parts, which are often similar but also different from one another. Inclusion refers to the act or process of including all parts within a group or system. There are many benefits that can be seen through engaging in diversity and inclusion practices. More diverse teams with inclusive practices make better decisions than less diverse teams because they have members with more varied backgrounds and experiences when it comes to seeing problems from multiple perspectives. This leads to more innovative problem-solving strategies as well as higher levels of creativity and innovation in general for all team members involved. Companies can benefit from diversity and inclusion initiatives in other ways as well. They can improve the employee experience, increase employee satisfaction, lower employee turnover rates, and even improve ethical decision-making among employees at all levels of the company. These success stories demonstrate the power that comes from programs focused on diversity and inclusion.

"Those who work together, stay together." What is the point of diversity if we're not creating opportunities for everyone to benefit? Ruth Dorsainville has worked with more than 30,000 people from around the world for the past 18 years. Based on extensive research and one on one interviews with the CEOs of Fortune 100 companies, Ruth Dorsainville has created a step-by-step blueprint for anyone to use to create a legacy diversity and inclusion organization. The first step to diversity and inclusion is to have an understanding of what it actually means. Diversity, in a nutshell, is the word we use to describe something that is made up of many different parts, which are often similar but also different from one another. Inclusion refers to the act or process of including all parts within a group or system. There are many benefits that can be seen through engaging in diversity and inclusion practices. More diverse teams with inclusive practices make better decisions than less diverse teams because they have members with more varied backgrounds and experiences when it comes to seeing problems from multiple perspectives. This leads to more innovative problem-solving strategies as well as higher levels of creativity and innovation in general for all team members involved. Companies can benefit from diversity and inclusion initiatives in other ways as well. They can improve the employee experience, increase employee satisfaction, lower employee turnover rates, and even improve ethical decision-making among employees at all levels of the company. These success stories demonstrate the power that comes from programs focused on diversity and inclusion. From a legal standpoint, diversity and inclusion programs can help companies stay in compliance with anti-discrimination laws and provide protection to companies when defending against lawsuits. While these programs are not 100% foolproof, they do deter discrimination within the workplace by encouraging and reinforcing fairness practices. Another resource that can help with diversity and inclusion in the Diversity & Inclusion Book, which is designed to provide information on all aspects of diversity and inclusion. It includes statistics related to current issues within the workplace such as gender inequality, racial discrimination, and more. This book will show you how to... The Case for Diversity and Inclusion The Importance of Diversity in the C SuiteDiversity The Benefits for a Company, Employees, Clients and the Economy Fundamentals of Diversity How to Build a Systematic Approach to Diversity and Inclusion Diversity Goals and Targets Implementing Diversity and Inclusion Getting Your Company the Benefits of Diversity Diversity and Inclusion in the C Suite Diversity and Inclusion Challenges in the C Suite And much more... Diversity initiatives are sometimes seen to be geared towards a specific demographic or group of individuals, such as women or people of color. However, this is not always the case. The #MeToo movement showed support for a variety of women across many industries and under many different scenarios, proving that diversity initiatives are not just for specific groups of people. Organizations can also benefit from diversity initiatives by creating an inclusive workplace culture within their organization where everyone is valued for their ideas and contributions rather than just their demographic characteristics.